Comparison Guide
COBRA vs Your Alternatives
When you lose group coverage, COBRA is the default — and it's almost always the most expensive option. Here's how it compares to the four alternatives JHA clients most often consider during a job transition.
| Option | Cost shape | What it covers | Best for | Caveats |
|---|---|---|---|---|
| COBRA | 102% of full group premium (employee + employer portion) | Same coverage as your previous group plan | Short bridges, continuing prescriptions mid-treatment, pre-existing conditions | Election within 60 days; full cost from day 1 |
| Short-term medical | Often substantially less than COBRA | Catastrophic-style coverage; gaps for pre-existing conditions | Healthy people bridging less than 1 year; cannot enroll mid-year in ACA | Limited duration in most states; doesn't satisfy all ACA mandates |
| ACA Marketplace | Subsidies based on income; can be substantial after job loss | Same essential health benefits as group plans | Anyone qualifying for subsidies; permanent coverage | 60-day Special Enrollment Period after job loss |
| Health share | Generally lower monthly cost than insurance | Cost-sharing for eligible expenses (not insurance) | Healthy individuals/families with no major pre-existing conditions; often faith-aligned | Not insurance; pre-existing condition limitations vary; state exclusions for some programs |
| DPC + catastrophic | Often the lowest total monthly cost | Primary care via DPC + catastrophic insurance for major events | Healthy people wanting more time with a doctor + financial protection | Requires two arrangements; specialist visits not covered by either piece |
Important: Health share programs are not insurance. DPC is not insurance. Both require separate consideration for catastrophic events, specialists, and hospitalization.
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